When someone is not meeting the standard.
WHAT TO DO FIRST
Establish whether the expectation was clear.
WHY FIRST
It is the commonest cause, and it is your responsibility.
WHAT TO ESTABLISH NEXT
Whether they can do it Whether they have what they need Whether something outside work is affecting them Whether they want to
WHY THAT DISTINCTION MATTERS
Capability, resources, circumstances and motivation require different responses.
WHAT TO DO ABOUT CAPABILITY
Training, support, or a different role.
WHAT TO DO ABOUT RESOURCES
Remove the obstacle.
WHAT TO DO ABOUT CIRCUMSTANCES
Support them, within what is reasonable, and agree a period.
WHAT TO DO ABOUT MOTIVATION
Understand why, then decide.
WHAT TO HAVE
A direct conversation, early.
WHAT TO COVER
What you have observed What is expected What you think might be happening What support you will provide What must change, and by when
WHAT TO RECORD
The conversation, with the date.
WHAT TO DO IF IT IMPROVES
Acknowledge it.
WHAT TO DO IF IT DOES NOT
Move to a formal process.
WHAT NOT TO DO
Tolerate it indefinitely.
WHY
It is unfair to the person, to colleagues who compensate, and to you.
WHAT COLLEAGUES NOTICE
Everything.
WHAT PROLONGED TOLERANCE TELLS THEM
That the standard is optional.
